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NPMHU 2019 National Agreement: Difference between revisions
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NPMHU 2019 National Agreement (view source)
Revision as of 22:17, 22 December 2021
, 22 December 2021→Section 1.6 Performance of Bargaining Unit Work
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1.6.A of the 2019 National Agreement and where such work hours are not de minimis, the employee(s) whom management would have assigned the work | 1.6.A of the 2019 National Agreement and where such work hours are not de minimis, the employee(s) whom management would have assigned the work | ||
shall be paid for the time involved at the applicable rate.</div></div> | shall be paid for the time involved at the applicable rate.</div></div> | ||
Question: What is the remedy when a supervisor performs bargaining unit work | |||
in violation of Section 1.6A? | |||
Answer: Except where the time involved is de minimis, the employee(s) who | |||
would have been assigned the bargaining unit work will be paid at the applicable | |||
rate for the additional work hours that would have been assigned to the | |||
bargaining unit employee(s) but for the violation. | |||
Question: Does a union representative have a basis for filing a grievance when | |||
he/she believes that a supervisor is performing bargaining unit work in violation | |||
of Section 1.6, where the work in question is properly assigned to another craft? | |||
Answer: In keeping with the exclusions outlined in Section 1.2, in those | |||
circumstances in which there is no dispute that the work in question is properly | |||
assigned to another craft (e.g., the work is properly assigned to the clerk craft | |||
under the provisions of RI 399), the union representative would have no basis to | |||
file a grievance over the supervisor’s performance of that work. | |||
== ARTICLE 2 NON-DISCRIMINATION AND CIVIL RIGHTS == | == ARTICLE 2 NON-DISCRIMINATION AND CIVIL RIGHTS == | ||